If upper management “truly” wants to improve the culture, why do we not have a robust 360 feedback process so that all supervisors and managers can receive real feedback?
This feedback could the be tracked to ensure supervisors/managers are improving as well as establishing a baseline. This would also help weed out habitual bad supervisor/managers.
Of course this will never happen and we all know what would happen, while there are a few good supervisors/managers the vast majority need substantial improvement. If the toxic environment is ever to improve this needs to happen, again this assumes upper management wants improvement.
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But then how would you justify the hi-po performance of Clinton Management?
There is no point in providing feedback for DH and above. They are protected and the Plant Managers cover up for their incompetence, or else, they look bad and can't get to their next role. The only punishment that DH and above receive is keeping them in their current roles longer. HR won't do anything either because they report to the Plant Managers and are scared of losing their jobs too.
CSR in Clinton, New Jersey is one of the worst places. Extreme filth of employees, supervisors and management in last 10+ years.
Worse among the worst.
Lowest of the lowest company will never improve is toxic work culture.
Long overdue for PIPing department heads and other execs for poor judgement, bad decisions, and lack of leadership abilities.
The very few managers that were PIP’d in 2020 were only PIP’d for one reason, lack of mobility. None of the bad actors were culled.
Great idea! Let the underlings rank the SLS that way the incompetent toxic ones get the ax! That would likely be the best way to improve the culture especially in Baton Rouge. If that was announced, it would be hilarious to watch our chameleon boss switch back to her mild and meek Jeckle self.
Time to start PiP’ing department heads , and management in Annandale, way to heavy here….2023 is the year……
Last time I was asked to give supervision feedback was about 6 years ago. I've never even seen a hint of a similar feedback process since. They're not interested as feedback from below isn't ranking positive or supportive.
The last time I took the words of my supervisor seriously and provided feedback, I was bullied, gaslighted for months and eventually PIPed and let go. I fully support that Exxon Management requires reforms but the system cannot be fixed by the system.
The sups and managers are next on the chopping blocks. Why need so many managers with the reduced headcount. They have transactional jobs could be transferred to low cost centers. That is why they are blatantly manipulating the system so their talented competitions leave. So many are flocking to hiding places like LCS. The lack of competencies and the desperation to latch on to work of others is painful to watch.
Pro tip: for 360, the managers are great, work is great, really engaged and enjoy work. The truth = PIP
This is a dic-tater-ship. They are dics and we are the taters in the dirt to them. They don't care what we "think"about anything.
Why would I want feedback from the losers under me?!
Employees have been asking for 360 degree management feedback for 15 years.
Why hasn’t it happened? I have some theories:
- ExxonMobil culture is offended by the idea that an employee has the ‘right’ to assess his/her supervisor. These assessments are allowed on a ‘hand-picked’ basis only.
- ExxonMobil managers want direct reports to ‘work for them.’ A direct report who works for their team will have no time to build power points, answer internal questions, work pet-projects, etc.
- Management is not comfortable feeling vulnerable or confronting that they may have made mistakes.
On the other hand, there are drawbacks to 360 feedback. Student evaluations in university were essentially 360 feedback. I saw students be absolutely brutal because a teacher was difficult or a little quirky. The students who were struggling were the worst. That was why it was always a tenured teacher who taught the weed-out class.
So in that regard, all data points are fallible….but if you get enough data points, than you might start to see a trend, which is less fallible.
I have given honest, anonymous, feedback about my supervisor and others in my organization. During my review, my supervisor asked me specifically about comments I made about him, and then proceeded to NSI me. BTW-my terrible supervisor got a promotion
This is the precise reason we cannot have meaningful supervisor feedback. They circle the wagons and protect their own.
I don’t think anyone would argue with that. Problem is folks are so scared to tell the uppers for fear it is used against them in ranking. Like the dog that’s been beat too much and really doesn’t trust the system. Until the employees see the bad ones disciplined then the 360 really won’t work.